Culture and fairness and pay - werkgeversreview Anonieme werknemer bij Temperzone

Work-life balance can be reasonable for some roles.

Many, many problems stem from extremely poor leadership at the executive level. Emphasis has been placed on production capacity and facilities, rather than modernising production systems, automation, quality processes, and continuous improvement. This results in inefficiencies and quality that is far below industry standards. The shift towards cheap parts from overseas has continued. The lack of quality, cost of rework, and longer lead times makes any “cost-savings” highly questionable. From a cultural perspective, communication between executive leadership and operational teams is not consistent. Strategic and operational decisions appear to be made top-down, with limited consultation or feedback loops from those closest to production and engineering realities. Similarly, a defining aspect of executive leadership is that messages communicated company-wide, especially regarding accountability, are largely meaningless. Instead, the constant blaming of others has become severely entrenched into Temperzone’s culture. Another common theme is leadership follow-through and consistency. The executive team tends to issue ultimatums for which they are too timid to follow through on. This has led to even more ambiguity and helped contribute to eroding accountability. Over time, this reduced confidence in signals and made it clear that "leaders" can get away with applying very little effort. There is a wide-spread tendency for managers to “convince” employees into doing things that they should not do. This is another example of dishonest unprofessional behaviour however the executive team does not see the manipulation of key metrics as a serious governance concern like a normal person or organisation would. Career progression is another area of significant concern and continues to be unaddressed. While retaining experienced staff helps preserve institutional knowledge, overly aggressive staff retention policies do not encourage a good flow of new knowledge through the organisation. This results in the organisation running off outdated knowledge. It helps neither the person nor the organisation to keep people “trapped” (so to speak). This has all resulted in a miserable, unmotivated and unsupported workforce and puts Temperzone as one of the more disappointing places that I had worked.

Good team environment, great management

None at this stage, everything was ok